What you will learn in this session

1. The meaning of a ‘vulnerable adult’

2. The nature of adult abuse

3. Indicators of adult abuse and neglect

4. Local arrangements for the implementation of relevant policies and procedures

5. What to do if you suspect abuse of an adult

6. The importance of sharing information

7. Overcoming barriers to escalating a case of suspected adult abuse

Why is this important?

In 2009-2010 there were 750 serious cases of abuse of adults in healthcare settings

It is a legal requirement Human Rights Act 1998; Mental Capacity Act, 2005

Safeguarding Vulnerable Groups Act, 2006 Everyone should take the responsibility to act if a fellow

human being is being abused You have an important role in recognising abuse and

taking action if you have concerns

…but, just because someone has a disability or is older does not mean that they cannot take care of themselves!

Who is vulnerable?

Anyone who is, or may be: in need of community care services because they have a

mental or other disability, age or illness’ unable to take care of him or herself. unable to protect him or herself from harm or exploitation

‘No Secrets’ (DH/Home Office, 2000)

Who is at risk of abuse?

Anyone, but higher risk for: Elderly frail Adults in care homes or hospitals People living in institutions Those living in violent relationships Individuals with mental health issues,

physical disabilities or learning disabilities People who require help with day-to-day living

ABUSE

What is abuse?

People are not inherently vulnerable Abuse is related to the

individual’s circumstances and the nature of the risk

Abuse may happen as a result of deliberate intent, negligence or ignorance

It can be short or long term

A violation of an individual’s human or civil rights

Where does abuse occur?

Anywhere including: Home Workplace Educational settings Care homes / care homes with nursing Day centres Hospitals Police station and / or prison Public places

Who commits abuse?

Family and friends Informal or paid carers Neighbours Partners or ex-partners People in positions of trust People who target the vulnerable to exploit Strangers Organisations

Categories of abuse

Physical abuse Sexual abuse Neglect Institutional abuse Discriminatory abuse/hate

crime or hate incidents Financial abuse Emotional or psychological abuse

Identifying abuse

Direct disclosure: The individual concerned Significant others Carers Colleagues

Indirect: Suggestion and intimation Signs and symptoms

General indicators of abuse

Appearing frightened, stressed or subdued Unexplained changes in behaviour Unexpected behaviour Physical signs Poor sleep patterns Depression Actions of gatekeepers Certain indicators may suggest a specific type of abuse

Why someone may suffer in silence

Some people do not disclose abuse because they: Are afraid of retaliation Believe it’s their fault Think they will be put in an institution Are ashamed Believe that no one can help them Assume no one will believe them

If you are told about abuse

Stay calm and try not to look shocked Listen carefully Be sympathetic Tell the person that:

They did the right thing to tell you You are treating the information seriously It was not their fault

Record what you were told as soon as you can Report the information to the appropriate authority, for

example your manager

Things to avoid

Asking intensive or intrusive questions Promising to keep something secret Making promises that you cannot keep Contacting the alleged abuser Being judgemental Gossiping about the incident Washing the person, their clothes or bedding Touching or moving anything

What to record

Accurately detail whatyou saw and / or heard: Record details straight away Times, dates, people Report exact words used

Distinguish between fact and opinion Date and sign the record Follow local procedures for information sharing

and records management

If you witness or hear about abuse: Ensure the person is safe:

If there is an immediate threat contact emergency services Report concerns to person in charge Refer concerns to relevant adult social services Document the incident:

Be brief, factual and relevant Follow the organisation’s

policy and guidelines

How to report abuse

Sharing Information

Seek advice if unclear of what can be shared Obtain informed consent if possible Consider risks of not referring:

Document rationale for not referring Provide information on a ‘need-to-know’ basis

for investigation or safeguarding Confidentiality should not be confused

with secrecy

What happens after a referral?

You may be contacted for further information You should get feedback from your referral Don’t be afraid to challenge a lack of activity Inform your line manager

Whistle blowing

Official name for whistle blowing is ‘making a disclosure in the public interest’

Whistle blowing is protected for public interestto encourage people to disclose malpractice

If you believe there is wrongdoing in the workplace report it by following the correct processes

Your employment rights are protected by law

Your responsibilities

To recognise abuse Respond appropriately Understand the local

policies and procedures in your organisation and ensure they are followed

Refer correctly and as appropriate Know the contact details of your local lead and where to

seek appropriate advice Access safeguarding training relevant to your area/role

THANK YOUAny Questions?

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